Duolingo’s CEO has one golden rule and 5 essential traits when it comes to hiring
- Duolingo CEO Louis von Ahn rents only five qualities: Those who “take the long view” appear and not tell, and make fun in the office. Gen Z “Employs the Personality” that brings good feelings to work has one feature of the recruitment review menu in the executive authority.
Not all Gen Z is of artificial intelligence with advanced skills – Gany is assigned to being “chief emotion employee” for the company, restoring fun to the office. Their characters may be perfect for one executive president, which puts the traits that every new rental must work in his company of $ 16.7 billion.
“We are looking for people enjoying work,” says Louis von Ahn, CEO of Duolingo. luck. “This really concerns [because] We want both our products and the culture of our company enjoyable. “
The learning applications giant named five characteristics that he is looking for when choosing new employees-and they are not just nice guidelines. Von Ahn says it is decisive principles he did in the stone a month ago when renewing the company’s booklet. Writing a clear sense of direction when it comes to employment and culture is essential-especially after Duolingo’s success for the 2024 knockout, with total revenue increased by 29 % on an annual basis and 48 % increase in subscription revenues on an annual basis.
“I am very proud of our culture,” says von Ahn. “But with the scope of companies, the culture is diluted, because you just employ many people. It is difficult to make sure that everyone is at the same wavelength.”
“The most important thing was an attempt to write down our culture as possible.
It is not necessary to apply workers who do not have these five main qualities
If you move slowly and think about the work of the necrosis, then the von of the door of your house will not look at your home with an opportunity. But he prefers to decide the potential appointments themselves if it is a good culture that suits it before throwing their hat in the ring.
“I hope so [these requisites] “There will be a self -choice for the people who are progressing here,” the von Ahn added.
Bringing positive feelings to the office is just one of five without its five keys; The CEO explains four other characteristics that each candidate must have to reach the pearly pearl duolingo gates.
“We are trying to search for people who are satisfied with all of these,” he says.
- Do not do fast breakfasts to earn money. Von Ahn says that Dolingo wants to be a long-term company-so he is looking for people “who take the long view” as well.
- They appear, do not tell. This is very important for Duolingo connection style; Von Ahn does not want to “spend a long time talking about the effort they did,” and instead he presents the results. The guide is always in candy.
- Raise the tape. The CEO is looking for employees who are always seeking excellence – every year, they improve the craft and expand in new arenas of learning.
- Shipping it. Duolingo appreciates the workers who “act urgently” and try to put high -quality products in front of users as soon as possible.
- Make it fun. Von Ahn wants the company’s culture to be enjoyable as its products, so he is looking for employees who bring the same joy and energy to the job.
The company “unofficial” of the company in employment: No shouting
Regardless of the candidate review menu, Duolingo also adopts one unwritten guideline principles to maintain the company’s healthy and happy culture.
The world of technology is full of characters-and like most offices, you are sure to collide loudly, gossip, snitches and Fluies. Von AHN has a Spidey feeling of inappropriate characters in employment, and he is pleased to maintain a position without dates until he finds the right choice.
“We have an official base: when you employ, it’s because you have a hole in the institution you are trying to fill.” “Our informal base: It is better to have a fool’s hole.”
The CEO says that the company, which was characterized by about 900 employees, has done a good job to get rid of unwanted people. Part of this relates to the business employment strategy – most of the novice employees are appointed from Duolingo internal training directly outside the college. Managers can get a good feeling of possible appointments during a three -month program. But not only young employees who are testing.
Von AHN remembers the time when the rude cost someone in Duolingo. The company was looking for the financial manager for a year and a half without luck. The star candidate who had an impressive autobiography was under consideration – until it was important for the driver that Duolingo rented to transfer them to the airport. The word of their behavior returned to the CEO, and the applicant was dropped from running.
Although von Ann Ain, some bad apples are still able to slip through cracks. But they will not last long in Dollingo.
“It is really difficult not to use the poor,” says von Ahn. “Looking at the culture, if we have the shirk here, it is closed. Because if you are foolishly, the shooting will be fired very quickly.”
This story was originally appeared on Fortune.com
2025-04-24 16:40:00
